Licensing Analyst Supervisor

Licensing Analyst Supervisor

Salary

$3,831.00 - $7,518.00 Monthly

Location

Baton Rouge, LA

Job Type

Classified

Job Number

227159

Department

LA State Board-Nursing

Opening Date

10/08/2026

Closing Date

10/14/2026 11:59 PM Central

• Description
• Benefits
• Questions

About this Job

To safeguard the life and health of the citizens of Louisiana by ensuring that persons practicing as Registered Nurses and Advanced Practice Registered Nurses are competent and safe.

Overview

This highly responsible advanced-level supervisory position is responsible for supervising and coordinating departmental work to ensure that Registered Nurse (RN) licenses are timely issued to all eligible and qualified persons. The individual is responsible and accountable to meet the mission of the LSBN to safeguard the life and health of the citizens of Louisiana by ensuring that individuals granted a license are compliant with the requirements of the Board for eligibility for licensure.

Also, as part of the licensure process, this position supervises the verification of licensure to other Boards of Nursing, employers, etc. Frequent contact with RNs, employers and credentialing agencies is required. Collaborate with analysts, investigators, and administrative coordinators in other divisions related to issues that affect the credentialing of RNs seeking licensure. The collection, analysis, and dissemination of data related to nursing licensure are inherent in this role. Requires management/supervision experience as well as knowledge and experience in nursing practice and regulation.

Key Competencies

• Accepting Direction: The ability to be open and willing to follow guidance or instructions.

• Building and Supporting Teams: The ability to combine ones actions and efforts with others to work toward achieving a common goal.

• Communicating Effectively: The ability to convey information, ideas, and emotions using structured communication methods that promote understanding and engagement.

• Developing Plans: The ability to create structured strategies and plans that support the achievement of defined goals and objectives.

• Driving Results: The ability to set and pursue goals, maintain focus amid competing demands, and deliver results.

• Following Policies and Procedures: The ability to follow, reinforce, adapt, or develop policies and procedures to maintain compliance with federal and state legal requirements, State Civil Service rules, and organizational policies.

• Making Accurate Judgments: The ability to assess options, weigh risks, and make sound decisions using available information and logical reasoning.

• Managing Performance: The ability to plan, monitor, and document employee performance throughout the year.

• Thinking Critically: The ability to analyze information objectively, identify connections across sources, and form logical, well-supported conclusions.

• Training Others: The ability to design and deliver training experiences that build knowledge, develop skills, and improve performance.

Minimum Qualifications

Six years of experience in the issuance, maintenance, or reinstatement of licenses; OR

Six years of full-time work experience in any field plus three years of experience in the issuance, maintenance, or reinstatement of licenses; OR

A bachelors degree plus three years of experience in the issuance, maintenance, or reinstatement of licenses; OR

An advanced degree plus two years of experience in the issuance, maintenance, or reinstatement of licenses.

EXPERIENCE SUBSTITUTION:

Every 30 semester hours earned from an accredited college or university will be credited as one year of experience towards the six years of full-time work experience in any field. The maximum substitution allowed is 120 semester hours which substitutes for a maximum of four years of experience in any field.

Job Specification

The official job specifications for this role, as defined by the State Civil Service, can be found here.

Job Duties and Other Information

Job Duties:

• Responsible /accountable for supervisory functions. Responsible for productivity and quality of subordinates work. Provides input into subordinates PES planning sessions and recommends appropriate action and ongoing evaluation of subordinates performance.
• Interviews and recommend candidates for vacancies. Recommends subordinates for promotions. Determines work assignments, priorities, and procedures for subordinates.
• Resolves technical problems entailing responsibility for counseling subordinate and finding solutions to problems subordinate is unable to resolve. Resolves complaints from subordinates.
• Assures work is accomplished with excellent customer service, both internal and external, due process is maintained, and applicants are treated fairly and respectfully.
• Orients, instructs, and trains employees to job responsibilities and develops performance metrics for monitoring outcomes.
• Responsible to the Chief Credentialing Officer and Licensing Analyst Director to assure that the statutory provisions, rules and regulations, policies, and procedures, are current and followed consistently by licensure staff
• Responsible/accountable for functions related to the approval of applicants for licensure, permit, student clinicals and other credentials.

Position-Specific Details:

Appointment Type: Probational - up to 24 months

Career Progression: This position does not participate in a Career Progression Group.

Compensation: The salary offered will be determined based on qualifications and experience.

Louisiana is a State As a Model Employer (SAME) that supports the recruitment, hiring, and retention of individuals with disabilities.

How To Apply:

To apply for this vacancy, click on the "Apply" link above and complete an electronic application, which can be used for this vacancy as well as future job opportunities. Applicants are responsible for checking the status of their application to determine where they are in the recruitment process. Further status message information is located under the Information section of the Current Job Opportunities page.

• Information to support your eligibility for the position must be included in the application (i.e., relevant, detailed experience/education). Resumes will not be accepted instead of completed education and experience sections. Applications may be rejected if incomplete *

For further information about this vacancy, contact:

Kris Major

Louisiana State Board of Nursing

225-755-7556

majork@lsbn.state.la.us

Louisiana State Government represents a wide variety of career options and offers an outstanding opportunity to make a difference through public service. With an array of career opportunities in every major metropolitan center and in many rural areas, state employment provides an outstanding option to begin or continue your career.

As a state employee, you will earn competitive pay, choose from a variety of benefits, and have access to a great professional development program:

Insurance Coverage More information can be found at https://info.groupbenefits.org/

Parental Leave - Up to six weeks paid parental leave

More information can be found at https://www.civilservice.louisiana.gov/Parental-Leave/Default.aspx

Holidays and Leave - State employees receive the following paid holidays each year:

• New Years Day
• Martin Luther King, Jr. Day,
• Mardi Gras,
• Good Friday,
• Memorial Day,
• Independence Day,
• Labor Day,
• Veterans Day,
• Thanksgiving Day and Christmas Day.
• Additional holidays may be proclaimed by the Governor

State employees earn sick and annual leave which can be accumulated and saved for future use. Your accrual rate increases as your years of service increase.

Retirement - State of Louisiana employees are eligible to participate in various retirement systems (based on the type of appointment and agency for which an employee works). These retirement systems provide retirement allowances and other benefits for state officers and employees and their beneficiaries. State retirement systems may include (but are not limited to):

• Louisiana State Employees Retirement System (www.lasersonline.org). LASERS has provided this video to give you more detailed information about their system
• Teachers Retirement System of Louisiana (www.trsl.org),
• Louisiana School Employees Retirement System (www.lsers.net), among others

01

ADi: Accepting Direction - How well do you accept guidance, follow instructions, and adjust when given feedback?

• I resist direction, ignore feedback, and need reminders to complete tasks.
• I follow direction with reminders and often need clarification or support.
• I follow direction reliably, adjust to feedback, and complete tasks on time.
• I adapt quickly, follow through, and help others adjust as needed.

02

ADi: Accepting Direction - Explain your selection by providing specific examples from your experience. Tip: Use the STAR method (situation, task, action, result) to explain how you have demonstrated this competency. Examples from work, military service, volunteering, education, or other life experiences are all valid.

03

BST: Building and Supporting Teams - How well do you work with others to achieve shared goals and contribute to a positive team environment?

• I avoid teamwork, create conflict, or don't contribute.
• I contribute to team efforts with encouragement and guidance.
• I work well with others, contribute consistently, and support the team.
• I unite teams, build trust, and help others work through conflict.

04

BST: Building and Supporting Teams - Explain your selection by providing specific examples from your experience. Tip: Use the STAR method (situation, task, action, result) to explain how you have demonstrated this competency. Examples from work, military service, volunteering, education, or other life experiences are all valid.

05

CE: Communicating Effectively - How well do you share information and ideas in ways that others can understand, relate to, and act on?

• I communicate unclearly, use poor tone, and ignore the audience.
• I share main ideas clearly and adapt to the audience when reminded.
• I communicate clearly, listen actively, and explain complex ideas well.
• I craft messages that connect, inspire, and drive action across audiences.

06

CE: Communicating Effectively - Explain your selection by providing specific examples from your experience. Tip: Use the STAR method (situation, task, action, result) to explain how you have demonstrated this competency. Examples from work, military service, volunteering, education, or other life experiences are all valid.

07

DP: Developing Plans - How well do you create and organize plans to reach goals effectively?

• I set vague goals, build unstructured plans, misjudge resources, and leave out key details.
• I set clear goals, build logical strategies, and plan tasks with realistic timelines and resources.
• I align SMART goals to priorities, use evidence to guide planning, and build actionable plans with milestones.
• I anticipate risks, adapt plans, connect strategy to execution, and equip others with tools for success.

08

DP: Developing Plans - Explain your selection by providing specific examples from your experience. Tip: Use the STAR method (situation, task, action, result) to explain how you have demonstrated this competency. Examples from work, military service, volunteering, education, or other life experiences are all valid.

09

DR: Driving Results - How well do you set goals, stay focused, and follow through-especially when faced with challenges or competing demands?

• I struggle to set direction, miss deadlines, avoid challenges, or resist feedback.
• I set basic goals, make some progress, and accept feedback when supported.
• I set clear goals, stay focused, take ownership of results, and use feedback to improve.
• I set bold goals, lead progress, push through setbacks, and help others learn from challenges.

10

DR: Driving Results - Explain your selection by providing specific examples from your experience. Tip: Use the STAR method (situation, task, action, result) to explain how you have demonstrated this competency. Examples from work, military service, volunteering, education, or other life experiences are all valid.

11

FPP: Following Policies and Procedures - How well do you apply rules, policies, and procedures in your work?

• I struggle to follow rules or apply policies correctly, which can lead to confusion or mistakes.
• I follow rules with support and help correct issues, but I sometimes apply policies inconsistently.
• I apply and explain policies accurately, adapt to routine situations, and help improve procedures.
• I guide others in applying policies, prevent compliance issues, and improve procedures based on experience.

12

FPP: Following Policies and Procedures - Explain your selection by providing specific examples from your experience. Tip: Use the STAR method (situation, task, action, result) to explain how you have demonstrated this competency. Examples from work, military service, volunteering, education, or other life experiences are all valid.

13

MAJ: Making Accurate Judgments - How do you make decisions when faced with choices, risks, or limited information?

• I make reactive or delayed decisions and sometimes overlook risks, priorities, or potential bias.
• I try to weigh options but struggle when there's uncertainty, competing priorities, or unclear outcomes.
• I make timely, well-reasoned decisions by using available information, context, and trade-offs.
• I make sound decisions in complex situations, lead others through ambiguity, and adapt as new information emerges.

14

MAJ: Making Accurate Judgments - Explain your selection by providing specific examples from your experience. Tip: Use the STAR method (situation, task, action, result) to explain how you have demonstrated this competency. Examples from work, military service, volunteering, education, or other life experiences are all valid.

15

MP: Managing Performance - How well do you set expectations, provide feedback, and document employee performance?

• I don't clearly set expectations, I delay feedback, and I avoid using documentation systems.
• I communicate expectations, but I sometimes miss follow-through and my documentation may be incomplete or not aligned with policy.
• I set clear expectations, use systems to document performance accurately, and meet all duties required by SCS and agency policies.
• I go beyond basic requirements-I reinforce expectations regularly, use multiple sources for documentation, and maintain audit-ready records that exceed policy standards.

16

MP: Managing Performance - Explain your selection by providing specific examples from your experience. Tip: Use the STAR method (situation, task, action, result) to explain how you have demonstrated this competency. Examples from work, military service, volunteering, education, or other life experiences are all valid.

17

TCr: Thinking Critically - How do you analyze information and draw meaningful conclusions from it?

• I miss key details or oversimplify information, and my conclusions may not be based on evidence.
• I try to analyze information, but I may overlook the relevance or credibility of my sources.
• I analyze key information, consider the evidence, and form logical conclusions based on credible sources.
• I uncover deeper insights by connecting different sources, questioning assumptions, and identifying patterns.

18

TCr: Thinking Critically - Explain your selection by providing specific examples from your experience. Tip: Use the STAR method (situation, task, action, result) to explain how you have demonstrated this competency. Examples from work, military service, volunteering, education, or other life experiences are all valid.

19

TO: Training Others - How do you design or deliver training to help others learn and grow?

• I struggle to create clear or engaging training experiences, and my content may be disorganized or inaccurate.
• I can deliver basic training content, but I may have trouble explaining it clearly, adjusting to learners, or checking their understanding.
• I design structured, relevant training; I engage learners, adjust my methods when needed, and check for understanding with clear feedback.
• I create interactive, high-impact training that adapts to learners needs, reinforces key ideas, and supports long-term growth through feedback and assessment.

20

TO: Training Others - Explain your selection by providing specific examples from your experience. Tip: Use the STAR method (situation, task, action, result) to explain how you have demonstrated this competency. Examples from work, military service, volunteering, education, or other life experiences are all valid.

Required Question

Employer State of Louisiana

Address 1201 N 3rd St

Baton Rouge, Louisiana, 70802

Phone (866) 783-5462

Website http://agency.governmentjobs.com/louisiana/default.cfm